This is a guest blog by Meghan Doherty, our Content Marketing Specialist at HealthcareSource. Meghan is responsible for our educational content development pertaining to the HealthcareSource Quality Talent SuiteSM and manages our white papers, surveys, thought leadership webinars, social media channels, and the HealthcareSource Blog. Connect with Meghan on LinkedIn.
They say the first step is admitting you have a problem, and I have a confession to make: I watch The Bachelor. It has been a guilty pleasure of mine for years that I am often ashamed to admit. I just can’t tear myself away from the drama of this reality mess. I love the fights and the tears that ensue when 25 women are desperately pining for the attention of one dream man. So the recent dramatics on this season got me thinking that being The Bachelor is kind of like being a recruiter, but instead of 25 women competing for the final rose and engagement ring, you have 250 candidates competing for your one open position. Essentially, competing on The Bachelor is like a candidate going through recruitment process; recruiters are trying to identify top candidates and determining if there is long-term fit, just like the bachelor himself is trying to identify his potential wife. Here are five lessons you can learn from The Bachelor to ensure you’re creating a positive candidate experience for your healthcare job applicants.
1. Simplify the Courtship
The dates on The Bachelor are always incredibly extravagant; women are whisked away to romantic locations where they take part in once-in-a-lifetime activities. Although spectacular, the excessiveness of the courtship is ultimately setting the couple up for failure by distracting them from what really matters: Determining if they’re a fit for one another in REAL life.
During the recruitment process, you want to keep the application process as simple as possible so you don’t defer candidates by over complicating the process. By implementing applicant tracking software, you can simplify the application process for your candidates by allowing them to apply online when it is convenient for them. The goal is to get the information that you need, while making the application process more efficient for candidates. Laura Lavender, Recruiter at Children’s of Alabama, said improving the candidate experience is one of their main goals. I applied myself for one of our jobs and found that the application was long and not very user friendly. In response, we revamped the application and have gotten good feedback. An easy online application reinforces a positive image for organizations and makes them appear more professional.
2. Manage Their Expectations Appropriately
Just like only one woman will end up with the final rose on The Bachelor, only one person at a time will get an open job. You have to ensure that you’re managing the candidate’s expectations appropriately. By staying in consistent communication with the candidate about where they stand in the hiring process, you’ll develop a better relationship with your candidates. The benefit? Even if they’re not hired for the open job of the moment, you can stay in touch with those great candidates for future positions. Applicant tracking software makes it easier for you to communicate with candidates by setting reminders and compiling information of past conversations. Through that, you can build more significant relationship by keeping the candidate informed and engaged throughout the hiring process and following up with them in the future if they arent hired but a future role opens up that could be the perfect fit.
3. Involve Third Parties in Evaluation Phase
On The Bachelor a few lucky women are invited to meet the family on the hometown dates. This allows the family to meet the woman to determine if the couple is a good fit for one another, and the family as a whole. More often than not, if the parents or siblings are not a fan of the woman, the bachelor will send her home without a rose.
By involving third parties such as top performers, residents and patients in your interview process you are able to introduce applicants to people who they would work with on a day-to-day basis. Candidates say that peer interviews make them feel as if they have already made a connection with the staff. With behavioral assessment software, you are able to generate position tailored peer interview guides based on the candidates behavioral assessment results. Jason Gallo, Recruiter Strategist at Loma Linda University Medical Center said, “With peer interviewing, candidates can really put a face with the job and its responsibilities. In addition, peers are often better qualified to answer candidate questions about job details than HR or the hiring manager.” This process often enhances the candidate experience by evaluating candidates who are already emotionally invested in the role.
4. Keep in Touch with High Potential Candidates
Even though only one woman gets the final rose, the bachelor usually falls for a few women. It’s up to him to choose the one that he believes is his best match, meaning he must break a few hearts in the process. While you may be interviewing some great candidates with a lot of potential, you can only choose one to fill the position. Maybe the candidate isn’t an exact fit for this particular role, but they’re definitely someone you want working at your healthcare organization. Make sure to end on a positive note, and keep in touch with them through email or social media sites such as LinkedIn.
Behavioral Assessment Specialist, Miranda Maynard commented, With high potential candidates, we want to give positive, constructive feedback and keep them engaged. It’s a way of investing in people for the future. Many healthcare recruiters offer practical feedback to candidates. Counseling applicants about their interview style or how to enhance their skill set is typically appreciated. Recruiter Strategist, Jason Gallo noted, “taking this extra step differentiates organizations and is something that applicants often remember years later.” Not every high potential candidate will meet your current hiring needs, but it’s important to build long-term relationships, because they might be a fit for a position down the road.
5. Look for Long-Term Fit
Just like the dating process is used to see if couples will be a long-term match, the recruitment process is used to see if candidates are a long-term match for organizations. By using behavioral assessment software in the interview process, you should find it much easier to send hiring managers top candidates who are the best cultural fit for your organization. You’ll reduce the chances of developing a bias against a candidate when the hiring process is based not only on their resume and demeanor but also on the candidate’s behavioral fit within your organization. Behavioral assessments also provide you with a structured interview guide to utilize and train your hiring managers on so the interview process is always consistent. Implementing behavioral assessment software to guide your behavioral interviews will enhance the candidate experience by providing a thorough interview process and allowing candidates to see if they think they are a cultural fit for the organization themselves.
In today’s tightening labor market, specifically in healthcare, HR professionals must create a positive candidate experience to attract high potential candidates. ”Top talent has always had choices. It doesn’t matter what’s going on in the economy,” said Tessa Schmidt, Employment Manager at Akron Children’s Hospital. In order to get top candidates to follow through to potential placement, the recruitment process must be simplified, while still remaining thorough and engaging.
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